Deputy General Manager Org. Development

Purpose

The purpose of the position is to diagnose, strategize, and design roadmaps for performance and talent management strategies that align with the People Function Strategy. This position develops and monitors talent management practices, including performance evaluation and succession planning. The role actively researches and evaluates industry-leading best practices to ensure organizational frameworks remain innovative and effective.
The role leads the design and governance of organizational frameworks, ensuring they are consistently applied and aligned with long-term business goals. The role oversees change management initiatives to ensure smooth implementation of new practices across all levels of the organization. Additionally, this position collaborates with People Business Partners to refine frameworks based on feedback and evolving business needs, while fostering an inclusive and engaged team environment.
These responsibilities are carried out WITH the objective of ensuring effective implementation of talent management strategies, driving a culture of high performance and continuous improvement, and supporting the organization’s overall strategic objectives WITHIN the framework of established standard operating procedures (SOPs), policies, and guidelines from senior leadership.

Education & Experience

MBA in Human Resource or any other relevant field with minimum 7 years of relevant experience.

Area of Responsibilities

1 Performance and Talent Management
 - Responsible to drive continuous improvement in Performance and Talent Management practices, ensuring they evolve based on business needs and employee feedback.
- Guides People Business Partner on succession planning and talent review frameworks and processes, ensuring that critical roles have strong successors and high-potential employees are developed effectively.
- Responsible to ensure Performance and Talent Management tools and processes are relevant, user-friendly and support overall People Function Strategy.

2 Evaluating Best Practices for Org. Development Frameworks
 - Actively researches and evaluates industry-leading best practices to ensure the organization remains at the forefront of innovative frameworks.
- Leverages industry trends, and internal data to assess which practices can be adapted to fit the organization's unique context.
- Responsible to have feedback and collaboration with People Business Partners, ensuring the ongoing refinement of organizational development frameworks based on input and evolving business needs.
- Presenting and proposing new best practices to People Leadership Team, ensuring they align with the organization's strategic objectives, culture, and operational realities.

3 New Practices / Frameworks Design, Implementation and Governance
 - Drives the design and implementation of organizational frameworks, ensuring they are aligned with long-term business goals and People Strategy.
- Leads the governance of these frameworks, ensuring that they are consistently applied, understood across company, and continuously improved based on outcomes and feedback.
- Monitors the effectiveness of frameworks, ensuring they create sustainable impact and align with the broader strategic direction of the People Strategy.
- Collaborates with People Business Partners and Stakeholders to ensure frameworks are fit for purpose and adaptable to the evolving needs of the organization.

4 Change Management
 - Leads change management initiatives, ensuring that the implementation of new frameworks and processes is smooth and well-received across all levels of the company.
- Develops and manages change management plans, ensuring that employees are prepared, supported, and equipped to adopt new practices and frameworks.
- Collaborates with People Business Partners to guide the organization through transitions, minimizing disruption while ensuring the desired outcomes of change initiatives are achieved.
- Leads the communication strategy for change initiatives, ensuring transparency and engagement throughout the process. 

5 People Management 
 - Identifies training requirements of team. Contributes in performance management of direct reports. Manages development, career planning and engagement of subordinates.
- Handles administrative issues including recruitment, leaves, grievances and other issues. Provides guidance to the direct reports as and when required
- Creates team-spirit and ensures seamless interaction among team members. Ensures parity among subordinates with regards to learning and growth opportunities
- Creates a conducive working environment to build and sustain an engaged and committed team

Knowledge and Skills

Knowledge of Performance Management Systems

Knowledge of Performance and Talent Management Best Practices

Change Management Principles

Governance and Compliance

Team Management and development

Strategic thinking

Communication Skills

Adaptability and Flexibility

Functional Competencies